Some of the questions addressed:

• Job bundling, job restructuring, creating a new position — how far is an employer required to go?

• Are the parties required to look outside the collective agreement for possible accommodation? e.g. promotion, demotion, transfer outside of the bargaining unit

• How much innocent absenteeism is an employer required to tolerate? What conditions on attendance is an employer entitled to impose? Should disability-related absences be included in calculating attendance?

• In what circumstances can an employer decline to explore accommodation measures on the ground that
  accommodation isn't possible?

• When is an employer required to override the seniority rights of other employees?

• How should unions balance the rights of the disabled employee against senior employees?

• Can the disabled employee accept/waive some of the safety risks to be able to work?